Hi all,
For many days, I have been working on a performance review format for our key employees. This involves assigning KRAs/targets to key employees, mostly from the marketing/sales department, during the annual appraisal at the start of the financial year. Now, management/HR needs to analyze how the employee is performing towards the achievement of targets, i.e., quarterly appraisals of employees need to be done to determine how far they have reached their targets (qualitative and quantitative analysis).
Could anybody provide me with a format for monitoring the performance of the sales team in achieving their KRAs? Please provide assistance in this direction.
Thank you,
Best regards,
Sara
From India
Acknowledge(0)
Amend(0)
1For many days, I have been working on a performance review format for our key employees. This involves assigning KRAs/targets to key employees, mostly from the marketing/sales department, during the annual appraisal at the start of the financial year. Now, management/HR needs to analyze how the employee is performing towards the achievement of targets, i.e., quarterly appraisals of employees need to be done to determine how far they have reached their targets (qualitative and quantitative analysis).
Could anybody provide me with a format for monitoring the performance of the sales team in achieving their KRAs? Please provide assistance in this direction.
Thank you,
Best regards,
Sara
From India
Acknowledge(0)Amend(0)
Dear Sara,
First, please review my KRA post on this site. It is important to distinguish between objective setting and target setting and KRA.
Now, addressing your problem, Sara, without quarterly targets, how can you measure progress? If you have set annual targets, you can only evaluate them annually. To monitor progress effectively, targets should be established on a daily, weekly, fortnightly, monthly, quarterly, and semi-annual basis as required.
The entire appraisal system on a quarterly basis will mirror the annual process, with adjustments in ratings and corrective actions.
Please let me know if I have not adequately addressed your query.
Kind Regards,
SC
From India, Thane
Acknowledge(0)Amend(0)
First, please review my KRA post on this site. It is important to distinguish between objective setting and target setting and KRA.
Now, addressing your problem, Sara, without quarterly targets, how can you measure progress? If you have set annual targets, you can only evaluate them annually. To monitor progress effectively, targets should be established on a daily, weekly, fortnightly, monthly, quarterly, and semi-annual basis as required.
The entire appraisal system on a quarterly basis will mirror the annual process, with adjustments in ratings and corrective actions.
Please let me know if I have not adequately addressed your query.
Kind Regards,
SC
From India, Thane
Acknowledge(0)Amend(0)
SC is right. Unless the manager has set specific quarterly expectations, the manager will not be able to evaluate formally progress towards target. For example, if a sales target is set at $50,000 sales for the year, and most sales are achieved during the Christmas period (i.e., sales are seasonal), then the manager cannot assess sales for the first quarter unless a first quarter sales target was set specifically.
As for the format, it will depend on the format of the initial goal setting structure. Format options include a three or five point scale: Did Not Meet, Met, Exceeded. Or you could use a percentage quantitative calculation. For example, if the quarterly sales target is $10,000 and actual sales is $9,000, then degree met is 9,000/10,000 by 100 = 90%. For another example, if a report needs to be completed within 30 days and it was completed with 25 days, then percent met is 30/25 by 100 = 120% met.
I’m not sure what you mean by “qualitative” analysis. Qualitative comments can be given about reasons for result, developmental opportunities etc. I hope this helps.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Acknowledge(0)Amend(0)
As for the format, it will depend on the format of the initial goal setting structure. Format options include a three or five point scale: Did Not Meet, Met, Exceeded. Or you could use a percentage quantitative calculation. For example, if the quarterly sales target is $10,000 and actual sales is $9,000, then degree met is 9,000/10,000 by 100 = 90%. For another example, if a report needs to be completed within 30 days and it was completed with 25 days, then percent met is 30/25 by 100 = 120% met.
I’m not sure what you mean by “qualitative” analysis. Qualitative comments can be given about reasons for result, developmental opportunities etc. I hope this helps.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Performance Review 2008(employee Section).ppt
Sample Employee Performance Review.doc
EMPLOYEE PERFORMANCE REVIEW FORM.xls